HRM & THE DESIGN OF WORK

HRM & THE DESIGN OF WORK

Human Resource Management is recruiting, hiring, deploying and managing an organization’s employees and also developing and designed administrating program to increase the effectiveness of company’s business. The main part of the HRM is creating, managing and developing the employer and employee relationship.


Image result for HRM

Major Areas of HRM
  • ·         Recruiting right people to right position
  • ·         Compensation and benefits
  • ·         Training and learning of new and existing employee
  • ·         Labor and employee relations maintaining
  • ·         Organizational HR policies maintain
  • ·         Managing and developing employee and employer relationship.

Key Qualities of HR Managers
According to Henri Fayol, HR Managers need human relations skill much more than other managerial skills.
  • ·         People understanding attitude (Must have sympathetic attitude quality while dealing with employee) 
  • ·         Quick decision making ability
  • ·         Integrity (Honesty and frankness are the hallmark of the good HRM )
  • ·         Patience (While dealing with employee problem HRM must have good listening quality. HR managers must have employee keep in cool and control situation
  • ·         Formal Authority
  • ·         Leadership Quality (HRM need to motivate and encourage employee to toward achieve the organizations objectives)
  • ·         Social Responsibilities (HRM Isn’t only about the organization. He must look at the broader human resource element)
  • ·         Good communication skill (This is essential quality of the HRM. Since major parts of the HRM are interactive with the employee , management and unions )

Job Designing 

Job design essentially involves integrating job responsibilities or content and certain qualifications that are required to perform the same. It outlines the job responsibilities very clearly and also helps in attracting the right candidates to the right job. Further, it also makes the job look interesting and specialized.

According to Michael Armstrong, "Job Design is the process of deciding on the contents of a job in terms of its duties and responsibilities, on the methods to be used in carrying out the job, in terms of techniques, systems and procedures, and on the relationships that should exist between the job holder and his superior subordinates and colleagues.

The process of Job design

  • ·         Deciding the contents of the job.
  • ·         Deciding methods & processes to carry out the job.
  • ·         Making optimizes the use of job/work-time so that job/work-time should not be wasted as time is money and time cannot be earned but can be saved by making efficient use of it.
  • ·         Avoiding manual task if can be handled by machines or automated. 
  • ·         Synchronization of work,  and no conflict with other jobs
  • ·         Deciding the relationship which exists in the organization.


Benefits of Job Design
The following are the benefits of a good job design:

  • Employee Input: A good job design enables good job feedback. Employees have the option to various tasks as per their personal and social needs, habits and circumstances in the workplace.
  • Employee Training: Training is an integral part of job design. Contrary to the philosophy of “leave them alone’ job design lays due emphasis on training people so that is well aware of what their job demands and how it is to be done.
  • Work / Rest Schedules: Job design offers good work and rest schedule by clearly defining the number of hours an individual has to spend in his/her job.
  • Adjustments: A good job design allows for adjustments for physically demanding jobs by minimizing the energy spent doing the job and by aligning the manpower requirements for the same.

Reference 

https://en.wikipedia.org/

Bowen, D. E., & Greiner, L. E. (1986). Moving from production to service in human resource management. Organizational Dynamics. Summer, 34-45

huma n resource management practices. Academy of Management Executive ?(3), 207-219.

https://www.humanresourcesedu.org/what-is-human-resources/


Comments

Post a Comment

Popular posts from this blog

STRATEGIC EMPLOYEE RESOURCING AND TALENT MANAGEMENT

Image
STRATEGIC EMPLOYEE RESOURCING AND TALENT MANAGEMENT Since the current economy is highly competitive, we can see a growing demand for labor and increasing number of permanent vacancies also increasing with competition for talent and escalating recruitment difficulties of all categories of staff. That’s why organizations face problems in recruiting and retaining talent and increase the impetus for effective talent management. Employee Resourcing Employee resourcing is one of the important areas of the human resource management. Most successful companies manage formulated strategy and better management of human resources since they know most valuable assets in organization are their employees. Acquiring the employees’ services, developing their skills, motivating them to high level of performance also since scarcity and high competition of the skill labor, any organizations need to maintain strategic human resources management. Recruiting the right people, motivating them
Read more

THE IMPORTANCE OF TRAINING & DEVELOPMENT IN ORGANISATION

Image
Learning and development Learning and development is simply defined as ‘the formal, ongoing efforts that are made within an organization to improve the performance of its employees’. Learning and development can also be described as ‘an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees. Learning and development process  Knowledge, skill, and attitude are the main key aspects of the performance of an employee. Job-related knowledge involves facts, principles, theories, concepts, process, policies, procedures, rules, etc. with regard to the duties and responsibilities of a certain job. Opatha (2016). According to the Collins Birmingham University’s Dictionary (1987) knowledge means “information and understanding on a subject which a person has in his or her mind or which is shared by all human beings”. Skill refers to the ability to do something because of trainin
Read more

WHY ORGANIZATIONAL CULTURE IS IMPORTANT

Image
WHY ORGANIZATIONAL CULTURE IS IMPORTANT  Every organization has a culture that can be a written or unwritten, also culture is unique and key characteristics for every organization shows their competitive advantage and drive behavior and also that is one of the hardest things to change. Organizational culture includes an organization’s values, attitude, beliefs, past practices and experience, working environment, connection with outsiders, interaction with government, develop over the time. (The Business Dictionary) According to Warren Buffet culture is more than a written document to control the organization behavior. Values are the backbone of the organization culture. Its shared connection between the organization and culture, that’s why companies take time and effort to explain about core value to employee, general public & customers. Organizations are made by people and people need a vision to
Read more